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lundi 3 février 2014

Four Ways to Get Better from Poor Performers

A lire sur: Method123

Many organizations have a
difficult time dealing with
poor performers. This could be for a variety of reasons. The
management staff may not like the conflict. The poor performers might
also be well liked by the staff. In many cases the managers might prefer
to try to work with a poor performer that deal with the disruption of
turnover.

In organizations where poor
performers are allowed to remain, the level of
productivity suffers and morale can take a hit. When
organizations impose no checks on performance, top performers sometimes leave
because they do not see their contribution rewarded any more than poor
performers. With only mediocre employees staying on, the work culture
evolves to accommodate mediocrity. This has a damaging, long-term effect
on productivity and the entire organization.

There are a number of things that can be done.

Recognize the culprits

The only good thing about poor
performers is that they are usually easily identifiable. They arrive late, leave
early, miss deadlines and find excuses for their inconsistencies. Their
colleagues are left to make up for their performance. It you are honest
in your evaluation of staff members, the poor performers are not hard to
spot.

Be prepared for the worst

Many organizations end up firing poor performers.
In many cases it is deserved and necessary. However, considering the costs of selection, recruiting, and training,
this can be a costly way out. However, you need to be prepared for this
step or the truly poor performers will remain despite your best efforts.

Put a solution in place

Before a person is fired, it
is usually worth while to see if they can be turned around. This might
include an additional investment of time and money. This starts with a
recognition of the outward signs of poor performance, an analysis of the
causes of the poor performance and a plan to try to resolve the
problems. Sometimes this includes training. Sometimes it could be
mentoring. In some cases, just making people aware of the perception can
be enough to change behavior.

Be sure your managers can manage poor performers

Some managers are not able to manage poor performers. As mentioned
earlier, some managers do not like to deal with conflict. Some managers
go overboard in confronting employees - threatening poor
performing employees in ways that can be disastrous for the entire team. Some managers make the mistake of
reprimanding the entire team instead of just the employee. Some managers
get used to poor performance and don't recognize it any more.

Training managers to deal with
poor performers will add the much-needed skill to their existing
managerial toolkit. This allows managers to deal with performance
problems in their staff in a positive, constructive way - while being
sure that the poor performance is addressed to the benefit of the
company.